Many people mistakeningly see performance conversations and/or feedback as criticism or an attempt to point out weaknesses or flaws. Others see it simply as a way to decide who gets a pay increase or promotion. Others see it as a
The mindset with which you approach your appraisal conversations (and any other check-in conversations) and any feedback you receive directly impacts how you will respond to it and what you will do with it.
Adopting a growth mindset means approaching the conversation with an open mind.
What is a Growth Mindset?
Over 30 years ago, Dr Dweck coined the terms fixed mindset and growth mindset to describe the underlying beliefs people have about learning and intelligence.
In a fixed mindset, people believe their basic qualities, like their intelligence or talent, are simply fixed traits. They spend their time documenting their intelligence or talent instead of developing them. They also believe that talent alone creates success—without effort.
A fixed mindset assumes that our character, intelligence and creative ability are static givens which we cannot change in any meaningful way.
People with a growth mindset, on the other hand, see their qualities as things that can be developed through their dedication and effort. They thrive on challenge and see failure not as evidence of unintelligence but as a springboard for growth and stretching their existing abilities.
When people believe they can get smarter, they understand that effort makes them stronger. Therefore they put in extra time and effort, and that leads to higher achievement.
Why should you adopt a growth mindset?
Adopting a growth mindset means approaching conversations and feedback as an opportunity to test your perceptions and to learn and improve. Great performance is based on continuous hard work, learning from experience and focused practice. Adopting a growth mindset, can help you be open to these opportunities and to respond to feedback in a positive way (and your career journal can help you document it and focus your learning and development).
Ask yourself:
- How open are you to feedback and being coached by others?
- Do you make time to learn and develop?
- When things go wrong, or you get difficult feedback do you seek out the learning opportunity?
- Do you make time to reflect on your performance?
- Do you prioritise your own personal wellbeing and resilience to support your productivity?
Being open to feedback, can help you learn from your experiences and develop so that you are able to reach your personal career goals and aspirations.
You can find out more by watching Carol Dweck’s TED talk.